Keeping your Workforce: How Shift Work Industries Can Tackle High Turnover

Employee turnover is a growing problem for shift based industries across the UK; manufacturing, healthcare, transportation, logistics and hospitality all feeling the sting of attrition. Long hours, demanding workloads, and unpredictable shift patterns make retaining staff a significant challenge that requires a proactive approach that goes above and beyond simply filling vacancies. Businesses must instead look at the root causes of turnover and focus on improving working conditions, driving career progression and fostering a supportive workplace culture. 

Here’s a brief look at how leading shift worker industries are taking meaningful steps to improve retention and build a more resilient workforce.

Competitive compensation/benefits package

Enhanced pay packages One of the easiest ways to reduce employee turnover is by offering better pay. Shift work can involve a lot of unsociable hours, labour intensive roles and job instability/uncertainty. Shift differentials, competitive pay, incentives and performance bonuses can go a long way in offsetting the challenges of shift-based roles. The UK manufacturing industry for example, has seen improvements in retention by implementing structured wage increases and financial incentives for long term employees.

Loyalty perks While salary is important, employees are placing greater emphasis on benefits that support their quality of life. Offering meal discounts, transport assistance, and childcare support can help to foster long term commitment. Many shift workers rely on public transport; something not always readily available or reliable during off peak hours. Transport as a benefit can make an enormous difference in both punctuality and employee satisfaction.

Healthier work/life balance

Flexible shift patterns Unpredictable shifts and schedule changes are huge sources of stress for shift workers. In fact, studies have shown that employees who receive their shifts in advance are significantly more likely to stay with the company. Providing at least two weeks notice, accommodating preferences and ensuring fair and consistent scheduling can dramatically reduce attrition and improve morale.

Paid time off Many industries are experimenting with alternative working structures like four day workweeks or compressed shift patterns to provide employees with more time off, without compromising productivity. Generous paid leave policies, inclusive of mental health days, can help to prevent absenteeism and burnout.

Career development opportunities

Upskilling & training Retention doesn’t just mean keeping employees in their current roles; it also means helping them develop. Investments in training and development, mentorship and access to further education/training not only benefits the workforce, but also helps to reduce costly turnover. Businesses offering clear development paths; leadership training and apprenticeship programs, are experiencing higher retention rates and improved job satisfaction.

Career pathways The hospitality and retail industries often struggle with higher turnover because employees see roles as stepping stones rather than long term careers. To offset this, businesses should actively promote and encourage career progression opportunities, promotion pathways and leadership training. When employees see a future with the company, they will be less likely to seek opportunities elsewhere.

Employee wellbeing

Mental health support Burnout is a major driver of turnover in shift work. In the hospitality sector alone, 85% of employees report mental health struggles. Businesses can address this by providing mental health first aid training, access to EAP services, stress management workshops and wellness initiatives. Fostering an open culture where employees feel comfortable and safe discussing mental health is just as important as offering resources.

Recognition programs You don’t need to break the back to show employees you care. Acknowledging hard work through performance bonuses, team events or even something as simple as a ‘thank you’ from leadership can go a long way. Employees who feel appreciated are more likely to retain their employment with the company.

Businesses can't address high turnover without first understanding why employees leave. Conducting structure exit interviews will provide employers with valuable information around workplace challenges and opportunities for improvement. Businesses who take the time to actively listen to feedback and make changes based on feedback from employees will see measurable improvements in retention rates.

High turnover isn’t inevitable; companies that take proactive steps to foster a supportive work culture, invest in employee development and improve compensation will see tangible benefits. By implementing targeted strategies, like those discussed above, businesses can reduce costly attrition rates and retain a more committed and satisfied workforce.

‍